Note: This dashboard is in Early Access and is available only to select customers.

Overview

The Source Analytics Dashboard shows how each sourcing channel performs — application volume, hire rate, time to hire, offer acceptance, and match quality — so Talent Acquisition teams can compare channels and prioritize sourcing investment.

Metrics

Hire Rate %

Definition: Hire Rate measures the percentage of applicants that were successfully hired. This helps TA teams assess overall pipeline efficiency and conversion from application to hire. A candidate is counted as hired when their application has a recorded hire. The denominator is the count of all distinct applications within the selected period. This metric is filtered by application submission date, meaning the reporting period is determined by when candidates applied — not when they were hired.

How it is calculated: Divides hired applications by all applications submitted in the period.

Note:

• Hire Rate measures pipeline conversion efficiency — a lower rate means fewer applicants are being hired relative to total volume; a higher rate indicates stronger selectivity or faster pipeline throughput.
• The denominator counts distinct application IDs. If a candidate submitted multiple applications to different positions, each is counted independently.
• The date filter is applied to the application submission date, not the hire date. An application submitted within the period is counted even if the hire occurs outside it.

Hire Rate % by Source Category

Definition: Hire Rate % by Source Category shows the percentage of applicants that were successfully hired, broken down by the channel or source through which they applied. This helps TA teams identify which sourcing channels have the highest conversion from application to hire, enabling more informed investment in sourcing strategies. This metric is filtered by application submission date. Source categories typically include Internal, Referral, Talent Community, and Other.

How it is calculated: Divides hired applications by all applications, per source category.

Note:

• Each source category's ratio is calculated independently — the values do not sum to the overall Hire Rate %.
• Source categories with no applications in the selected period aren't shown.
• Source grouping uses case-insensitive matching to handle source labels consistently across integrations.

Time to Hire

Definition: Time to Hire measures the average number of days from when a candidate applied to when they were hired. It is filtered by hire date, meaning only hires completed within the selected reporting period are included. This metric reflects recruitment speed at the candidate level. A lower average indicates a faster, more streamlined hiring process, while a higher average may point to delays in decision-making or candidate progression.

How it is calculated: Averages the days between application and hire, across all hired candidates in the period.

Note:

• Time to Hire is measured at the candidate level, not the position level. If one position had three hires with different application dates, all three contribute independently to the average.
• The date filter applies to the hire date, not the application date.
• Unlike Time to Fill (position open to hire), Time to Hire measures from candidate application to hire — the two metrics reflect different parts of the recruitment cycle.

Time to Hire by Source Category

Definition: Average Time to Hire by Source Category shows the average number of days from application submission to hire decision, segmented by sourcing channel. This reveals which sources produce faster hires, helping TA teams optimize sourcing strategies and set realistic hiring timelines per channel. This metric is filtered by hire date, meaning only hires completed within the selected reporting period are included.

How it is calculated: Averages the days between application and hire, per source category, for hired applications only.

Note:

• Only hired applications are included — applications still in progress or rejected are excluded.
• Source categories with no hired applications in the selected period aren't shown.
• A shorter average for a source category may reflect faster candidate progression, a smaller application volume, or a higher proportion of directly sourced, pre-screened candidates.
• Also available broken down by business unit.

Offer Acceptance Rate

Definition: Offer Acceptance Rate measures the proportion of candidates who received a job offer and subsequently accepted it, resulting in a hire. It is expressed as a percentage and filtered by offer date, meaning the reporting period is determined by when the offer was extended — not the application date or hire date. This metric is a key indicator of offer quality and competitiveness, reflecting how effectively the organization converts extended offers into confirmed hires.

How it is calculated: Divides hired applications by applications that received an offer.

Note:

• The reporting period filter is applied to the offer date, not the hire date. An offer extended in the selected period is counted even if the hire is completed in a later period.
• The offer date is recorded from the "Offer" step in your hiring process. This step is customer-configured — if it's renamed or not mapped, the offer date won't populate and the denominator will be 0.
• If the offer date is sparsely populated across applications, the denominator will be small — making the rate appear higher than it may truly be.

Offer Acceptance Rate by Source Category

Definition: Offer Acceptance Rate by Source Category shows the proportion of candidates who received a job offer and subsequently accepted it, resulting in a hire, broken down by the channel through which they applied. It is expressed as a percentage and filtered by offer date. This helps identify which sourcing channels produce candidates who are most likely to accept offers, informing both sourcing strategy and offer competitiveness assessments by channel.

How it is calculated: Divides hired applications by applications that received an offer, per source category.

Note:

• Only applications that received an offer are included in the denominator — applications without a recorded offer are excluded entirely.
• Source categories with no offers in the selected period aren't shown.
• A high acceptance rate for a source category indicates strong candidate intent and offer competitiveness for that channel. A low rate may indicate misalignment between candidate expectations and the offer extended.

Avg. Match Score of Hired Candidates

Definition: Average Match Score measures the mean match score (expressed in stars) of candidates who were successfully hired, restricted exclusively to positions that have been calibrated. It is filtered by hire date, meaning only hires completed within the selected reporting period are included. This metric reflects the quality of hires relative to role fit. A higher average score indicates that hired candidates are closely aligned to the requirements of their roles.

How it is calculated: Averages the match score of hired candidates on calibrated positions only — where "calibrated" means at least 4 of the 5 calibration attributes are set: location, skills, title, work experience, and similar candidates.

Note:

• Only calibrated positions are included. A position with fewer than 4 of the 5 attributes configured is excluded from the average — even if hires occurred.
• Scores are cached at the time of scoring and aren't automatically updated when a position is recalibrated. Historical scores may not reflect the latest version of a position's criteria.
• Candidates with limited profile data are excluded from scoring. These candidates appear in Total Hires but not in Average Match Score.

Avg. Match Score of Hired Candidates by Source Category

Definition: Average Match Score by Source Category shows the average match score of hired candidates for each source category, restricted to calibrated positions. This indicates the quality of candidate-position fit each source category delivers, helping TA teams identify which sourcing channels consistently produce well-matched hires. This metric is filtered by hire date and is restricted to calibrated positions.

How it is calculated: Averages the match score of hired candidates on calibrated positions, per source category.

Note:

• Only calibrated positions are included.
• Source categories with no calibrated hires in the selected period won't appear in the chart.
• Comparing scores across source categories reveals whether certain channels consistently produce better-matched hires.

Total Unique Applications

Definition: Unique New Applications measures the number of distinct application IDs received within the selected date range. Each application is counted only once regardless of subsequent status changes or updates.

How it is calculated: Counts distinct applications.

Note:

• A single candidate applying to multiple positions generates multiple applications and is counted multiple times.

Total Unique Applicants

Definition: Total Unique Applicants measures the number of unique candidates who submitted at least one application within the selected date range. A candidate applying to multiple positions is counted only once.

How it is calculated: Counts distinct candidates.

Note:

• Unlike Total Unique Applications, this metric deduplicates candidates — a person who applied to 3 positions counts as 1 applicant. Useful for understanding reach and candidate pool size, not application volume.

Total Hires

Definition: Total Hires measures the total number of candidates who were successfully hired within a given time period. Unlike Filled Positions — which counts distinct positions — this metric counts at the applicant level, making it useful in scenarios where a single position may result in multiple hires (e.g., bulk or volume hiring roles). A candidate is considered "hired" when their application has a recorded hire date. The metric is filtered by hire date, meaning only hires completed within the selected reporting period are included.

How it is calculated: Sums hired applications.

Note:

• Total Hires counts applications, not positions. A single position with three hired applications contributes 3 to this metric.
• The date range filter applies to the hire date. Candidates who applied before the reporting window but were hired within it are included.
• This metric is the base for Hires by Source Category, Talent Network Hires, and Referral Hires.

Application Volume Share by Source Category

Definition: Application Volume by Source Category shows the distribution of distinct applications across different sourcing channels, displayed as a pie chart. This helps TA teams understand which channels drive the most application volume and inform sourcing investment decisions. Only applications with a valid application date are included. The pie chart displays each source category's share as a percentage of total applications.

How it is calculated: Counts applications, grouped by source category, expressed as a percentage of the total.

Note:

• Source categories are defined by however sourcing is configured in your source system; the breakdown reflects whatever categories are set up.
• This shows volume share, not hire conversion — see Hire Share by Source Category for that view.

Hire Share by Source Category

Definition: Hire Share by Source Category shows the distribution of distinct hired applications across different sourcing channels, displayed as a pie chart. This helps TA teams evaluate which channels are producing the most hires and assess return on sourcing investment. Only applications with a recorded hire are included. The pie chart displays each source category's share as a percentage of total hires.

How it is calculated: Counts hired applications, grouped by source category, expressed as a percentage of the total.

Note:

• Compare against Application Volume Share to identify which channels have the highest hire conversion rate.
• Filtered by hire date, not application submission date.

Recruitment Funnel: Pass-Through Rate by Source Category

Definition: The Recruitment Funnel represents the sequential stages that candidates progress through during the hiring process, from initial application to final hire decision. It tracks the stage-by-stage conversion rate (Applied → Phone Screen → Onsite → Offered → Hired) to visualize the efficiency of the end-to-end talent pipeline. This metric is a critical diagnostic tool for identifying bottlenecks in the hiring process — it allows recruitment teams to see where the largest drop-offs occur, helping to pinpoint stages that may require process optimization or better candidate alignment.

How it is calculated: For each stage, divides the count of candidates reaching that stage by the count of candidates who entered the Applied stage — giving a conversion percentage relative to the top of the funnel.

Note:

• All pass-through rates are relative to the top of the funnel (Applied stage) — not stage-to-stage conversions.
• Can be drilled down by business unit, source category, location, and department.
• Filtered by position creation date, not application submission date.
• A candidate counted at a later stage is also counted at all earlier stages (cumulative funnel logic).

Source & Category Master Table (Stage Group)

Definition: Application Funnel by Source shows the count of distinct applications at each hiring stage alongside stage-to-stage conversion rates, broken down by application source. It tracks candidate progression from initial application through to hire, along with overall hire rate and screening efficiency metrics. Stages tracked: New Applications, Post Onsites, Phone Interviews, Onsites, Offers, Background Check, Hired.

How it is calculated: Counts distinct applications at each stage, per source. Stage-to-stage conversion divides each stage's count by the prior stage's count. Hire Rate divides Hired by New Applications. Screening Efforts divides Hired by Phone Interviews.

Note:

• Stage counts are independent — a candidate at a later stage isn't automatically counted at an earlier stage unless they have a record at that exact stage.
• Hire Rate measures overall pipeline efficiency: what percentage of applicants ultimately get hired.
• Screening Efforts measures how effectively phone-screened candidates convert to hires — useful for identifying bottlenecks in later interview stages.
• Stage-to-stage conversion returns 0 (not blank) when the previous stage has zero candidates.
• Filtered by position creation date, not application submission date.
• The table supports sorting and filtering on all columns.